Interpret Recruiter Activity Data

We were asked to identify obstacles holding recruiters back from achieving success. We measured activities, interpreted data, created insights to act on, and helped them to establish a new baseline – with an upgraded set of activities – to reach peak performance.

Our job was to help a team of recruiters who were struggling to show positive results by week, month and year. Having enough data was not the issue – they had over 10 years and mountains of data. The real issue was interpreting the right data and creating actionable insights to help guide the team toward optimal outcomes.

To get started, we focused our measuring and understanding around the following key areas:

We interviewed recruiters. We uncovered biases, and interpersonal and behavioral issues – and learned everything we could about their particular process and approach – to help us contextualize and better understand the overall scope and challenge.

We measured output. We compiled all the data we could find related to process, number of job orders, number of candidates reviewed for each job, number of interviews held for each job, number of successful hires, and so on. We also pulled data and ratios related to job order age, win rates, candidate source, and so on.

We measured input and effort. We compiled all the data and ratios we could find related to number of outbound recruiter calls and emails, submissions, interviews and sendouts, hiring manager acceptance rates, and so on.

Once we had our interview insights, and KPI data and ratios organized and in place, we began to look for trends and identify “cause-effect” relationships. From our data, we were able to develop clear actionable insights, an easy-to-use, best-practice roadmap and new activity goals for the recruiting team.

Every company and team is different, but all to often, the problem comes down to some combination of the following:

low-level recruiter activity and/or engagement

recruiter inability to focus on right activities

unrealistic expectations from above

inadequate tech/tools for successful recruiting

unnecessary bottlenecks slowing process down

work or team-related friction creating job stress or worse

entire team not set up to function correctly

recruiter inability to focus on the right jobs

weak and/or low-impact employer brand

no clear answer to “where can I go up from here”

Questions or comments? If your team has obstacles holding them back from peak performance, we can help. Interested in engaging our team? If so, please contact us to start a conversation about your organization.

Example:

Recruiter Activity Data

Object

Obstacles holding recruiting back

Challenge

Recruiting peak performance

Goal

Talent Data & Analysis , Technology & Optimization

Category

We measured specific recruiter activities, painted a clear picture, and established a new baseline with an upgraded set of activities to help the team reach peak performance.

About TalentSum

TalentSum, a talent acquisition consultancy and best practices implementation firm, combines strategy, marketing, technology, sourcing and analytics to deliver work in a way that transforms how our clients attract, engage and hire their people.

We do this because we believe strategic talent acquisition creates a real competitive advantage for the business, supports the objectives of talent leaders, hiring managers and recruiting professionals, and can lead to highly engaged employees and high-performing cultures.